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The higher you rise along the corporate ladder, the more attractive you’re likely to become to executive recruiters. But even if they contact you first, your odds of getting a job as a result can flounder if you don’t understand how the search business works. For example, some up-and-coming corporate leaders withhold critical information, such as their current salary, due to privacy concerns.

To avoid being labeled a greenhorn, see these tips for forging and managing strong relationships with recruiters.

Be sure. Offer yourself as a candidate to recruiters only if you’re serious about wanting to change jobs. Don’t call a headhunter because you had a bad day, you’re bored or mad. Carefully assess your situation first, because if you turn down a recruiter’s interview offer, chances are he or she won’t work with you again.

Be specific. Let recruiters know if you’ll only work in a certain area, geographically or industry-wise, and keep in mind that the thinner your search parameters, the fewer your options. Also, avoid saying you’ll move anywhere for a job if you don’t really mean it.

Provide references. Include three names—and their contact information—when you send recruiters your resume. These can be former bosses, colleagues or people you managed. The effort will help bolster a recruiter’s desire to represent you to his or her clients.

Ask smart questions. If a recruiter approaches you about a career opportunity, show you’re job-search savvy by inquiring about the size of the employer, its culture, the competencies needed for the position and whether you’re the first candidate to be considered. Also request a copy of the job’s specifications. This will show the recruiter your are somebody who understands the bigger picture and is digging in deep to understand what the job is all about.

Explain rejections. For jobs that aren’t a good match, let recruiters know why. This will allow them to clear up any false impressions you might have or gain a better understanding of what you prefer. It also may prompt the search professional to add you to his or her tickler file for consideration down the road. Some headhunters say about three-quarters of the candidates they place are people they’d previously tried to place. Meanwhile, if possible, recommend someone else for the jobs you turn down. “Headhunters are quid pro quo people,” says one search professional. “They keep score.”

Stay involved. Check in with recruiters about once every two weeks to stay on their radar, unless you have something to report, such as feedback on an interview you completed or any progress you made your own. A headhunter doesn’t want to be embarrassed calling a company you already have an interview with. Act as your recruiter’s assistant by researching companies and offering a list of ones you consider a strong fit.

Suggest moving on. If a recruiter hasn’t secured you any substantial interview invites after 90 days, ask for a reference to another search professional in your niche. The request might motivate the recruiter to try harder. Headhunters are competitive , admits one recruiter.